Onboarding a new tech: Why the first 90 days matter

The demand for experienced ADAS technicians continues to rise quickly, but many shops struggle to find the right match with the persistent technician shortage. 

The result is a high turnover rate and potential hires that hold unique leverage that means one thing: 

You cannot afford to get onboarding wrong.

The first 90 days determines whether the tech will become a long-term and productive team member, or if they jump ship for better opportunities. Shops that win experienced techs today treat onboarding as a personalized system.

Balancing the leverage of potential hires while meeting your own expectations can be tricky. This guide shows how to build a successful 90-day onboarding process that improves tech retention while boosting performance.

Where most shops struggle with onboarding a new ADAS technician

It happens to a lot of shops: a promising candidate accepts a position, you complete orientation, and they seem enthusiastic.

Then within a couple weeks, your new hire decides to leave.

In a highly competitive hiring market, low technician retention is related to a few common pitfalls, including:

• Lack of structured training programs
  
  • Many shops expect the tech to “figure it out”
  • Guessing, uncertainty, and frustration lead to early exits
• Mentor issues
  
  • Pairing new hires with a top performer hurts everyone
  • Top performers are often too worried about efficiency not interested in teaching
  • They may teach short cuts and skip crucial steps
  • Your own cycle time suffers
• Fast-paced pressure with flat-rate compensation
  
  • Too much unfamiliar work with flat-rate pay creates dissatisfaction
  • Unrealistic expectations creates frustration for both parties
• Technology overload
  
  • Scanning, calibration, documentation, new software systems require ramp-up
  • Demanding immediate productivity while not caught-up causes burn-out

Techs that feel overwhelmed or unsupported are likely to find better opportunities elsewhere. You need a strategic approach to onboarding. 

The first 90 days: A critical timeframe

The first 90 days are crucial in setting expectations from both sides. Here, the relationship is defined so it’s important you take control of the process.

Before day 1

The definition of the relationship truly begins before the 90 days in the interview process. Here, you must:

• Set clear expectations around pay, responsibilities, and performance
• Encourage questions
• Showcase a clean, organized, and equipped shop

First impressions are huge. The tech is already asking themselves: Do techs enjoy working here? 

Now let’s look at what the ideal first 90 days look like after hiring.

Days 1-7: Orientation and integration

Here the focus is clarity, comfort and connection. Encourage open question asking, while understanding that learning everything in the first day is impossible.

Who you decide to pair the new hire with early on is vital. A mentor should be interested and enthusiastic about teaching. Choose a mentor that is:

• Outwardly friendly and helpful
• Process-focused
• Reliable and trustworthy

Reinforce clear processes and workflows while welcoming the new hire without a feeling of over-evaluation.

Days 8-30: Learning and adjustment

At this point, the focus is confidence and consistency. The new hire should build familiarity with tools, systems, and procedures.

Conduct regular check-ins to gauge comfort, satisfaction, and expectations from both sides, addressing friction early. Promote open discussion that addresses potential improvements.

Days 31-60: Controlled independence

Now the training wheels come off, but support shouldn't disappear.

Start assigning independent work, still providing periodic check-ins.

Providing structured feedback about performance and efficiency, while being receptive is still important.

This is the timeframe in which most techs decide to leave, so watch for signs of disengagement and react accordingly

Days 61-90: Full integration

Now the tech should be fully independent and indistinguishable from your veterans. You should expect consistent results and output.

If not, you may have a gap in your training procedure and you must evaluate your own training. If training is not at fault, then it may be time to move on from your end.

These 90 days are vital. It is make it or break it, and in today’s world of ADAS, you cannot afford to cycle through dozens of techs.

Let’s break down how to maximize this timeframe.

How to maximize impact in the first 90 days

From the hire date, through the 90th day of employment, small and intentional actions make a big difference in retention.

Here are some steps to ensure a tech loves where they work:

• Welcome to the team letter
  
  • Express a warm welcome, while looking forward to a long relationship. Handwritten notes are a bonus.
• Communicate the onboarding plan
  
  • Layout the next steps, providing a checklist of what paperwork needs completed
  • Outline the agenda for their first couple of days
  • Include where to park and dresscode
• Welcome package
  
  • Create loyalty with a small company-ensigned box filled with branded attire
  • Shirts, pens, hats, etc
  • Print them new company-branded business cards
• Welcome announcement
  
  • Celebrate their hire with the rest of your team
  • Include get-to-know info about them with a photo
  • Post on facebook or other social media (with their consent)
• Assign a mentor
  
  • Arrange a meeting with their carefully-chosen mentor
  • Assign based on personality, age, and interests
• Treat to lunch with management
  
  • Invite the new hire to sit down with managers and owners
  • Discuss adjustment, be receptive to their opinions
  • This can be a regular occasion during the first 90 days if productive
• Develop a career plan
  
  • Sit down to talk about goals and room for growth
  • Emphasize they are on a career path and not just another tool in the shop
  • Identifying training or roles they wish to develop beyond this current post

This personalized onboarding approach is crucial to build loyalty and comfort in the first three months. This ensures your new hire feels at home, leading to production and satisfaction on both sides.

A lasting first impression fosters long-term satisfaction.

How standardization across all techs can create a cohesive workflow

While retention is crucial, you also need results. You want a team member that leads, rather than holds back, production.

Standardized workflows guarantee cohesiveness across all techs and improve ADAS outcomes. This also makes the training process easier and more clear.

You want new hires to learn one clear way of doing things.

Standardize each step of the process, including:

• Diagnostics and identification
• Pre- and post-scans
• Calibration procedures
• OEM-compliant tooling
• Documentation and accountability

Consistency makes training easier for you and for the new hire, while ensuring predictable results.

The role of software and automation

When your workflow is built around integrated systems, onboarding is simplified and you improve overall efficiency.

Tools like estimating platforms, shop management software, and automated identification software (such as Revv) help:

• Reduce errors
• Standardize processes across all techs
• Shorten the learning curve for new hires
• Improve communication between departments

Instead of learning “how each person does things,” new techs learn one system that works for everyone.

Preparing your shop for the future

The technician shortage isn’t going away and demand for ADAS expertise will only increase.

Shops that win experienced ADAS technicians in this environment will be the ones that:

• Invest in structured onboarding
• Make new hires feel supported and welcomed, with room for growth
• Standardize workflows
• Balance productivity with long-term retention

The first 90 days are about building a system that consistently turns new talent into high-performing, long-term team members, while making them feel like they are at the right place.

Set up a call with one of our ADAS experts to see how streamlining your ADAS process can improve technician productivity and retention.